Will Algorithmic Management Jeopardize Employees’ Personal Integrity?

Algorithmic management (AM) of employees is a relatively new phenomenon within organizations. The role of algorithms has evolved into that of a manager supervising human employees. While prior studies recognize the impact of AM on work outcomes, the impact of algorithmic management on employee ethical behavior is scarce. To address this gap, this study integrates job demand-resource model and moral disengagement theory, and develops a theoretical model to explore how algorithmic management affects employees’ personal integrity. This study will expand our knowledge of the ethical effects of algorithmic management. It will also enrich job demand-resource model and moral disengagement theory and promotes their applications in the AM contexts.